Ethics and Employee Fear/Uncertainty
Karen Moultrie
B7401 BLI Organizational Behavior
Argosy University April 15, 2016
Introduction Issues of ethics and employee fear can be studied using organizational behavior theories. Organizational behavior refers to the study of the effect groups, individuals and structures have on human behavior within organizations. Micro and macro organizational behavior theory are the two primary behavior theories. Behavioral theories are used in the field of management mainly because it encompasses concepts like decision making, leadership, team building, job satisfaction and motivation. Organizational behavior theories also deal with culture. Understanding various work cultures can help to improve the performance of the company. The focus of this paper is not military suicide. Instead, this paper will discuss the low performance of government agencies. An evaluation was conducted based on the organizational behavior theories. Various factors and concepts were considered. The main factors considered in this study are diversity, ethics, offshoring and outsourcing. These factors are discussed below explaining how they affect the employees’ teamwork and fear.
Diversity
Employee fear at government agencies are affected by various types of diversity. Diversity represents the multitude of individual differences and similarities that exist among people (McGraw-Hill). "Diversity is about our relatedness, our connectedness,
As stated by Robbins and Judge (2011), “organizational behavior is a field of study that investigates the impact that individuals, groups, and structure have on behavior within
Organizational behavior is the study on how organizational structures affect behavior of its employees within the organization. Organizational systems is the structure that an organizations uses to organize its functions and assign responsibility to its employees. Organizational behavior in any criminal justice organization is how the superiors and the employees relate
Implications and Discussion. Although research has shown the importance of having a representative bureaucracy, the perceptions and attitudes of employees and managers alike are interesting to consider. Soni (2000) sought to better understand workplace diversity and workplace diversity initiatives in place by surveying the employees and managers at the U.S. Environmental Protection Agency. The survey asked questions pertaining to the impact of perceptions held by employees and managers in the workplace. She found that while employees and managers viewed diversity as a salient issue in the workplace, the perception surrounding it varied by race and gender groupings. In addition, the difference in perceptions is in the perception of discrimination.
One of the main advantages to having a diverse workplace is the synergy that occurs between people from different backgrounds, cultures and work values. Employees feel good about diversity that occurs naturally, instead of forcing diversity into the workplace. When diversity is the primary concern, members of nonminority groups sometimes feel excluded, and that minority groups are receiving preferential treatment. The opposition to diversity management manifests itself in many ways. The most detrimental is an employee who is resentful concerning diversity (Pros & Cons of Diversity). Drawing attention to a “problem” only makes it
Recent diversity initiatives are impacting all levels of the public and private sectors in relation to personnel and workforce planning. Over the last twenty years, research shows that productivity gains from the existing workforce increase with a diversified staff (dol.gov, 2017). Diversity in the workplace is defined as, the variety of differences between people in an organization. Diversity includes gender, age, race, ethnic group, personality, cognitive style, tenure, organizational function, education, background and more (dol.gov, 2017). The need to become inclusive in management and the
“Ongoing demographic trends (increasing percentages of African-Americans, Hispanics, and Asians, in the American workforce, an aging population, expanded female labor force participation) have made diversity a fact of organizational life,” (Roberson, 2007, pg. 1).
Organizational behavior is defined as the study of individuals and groups in organizations. (Schermerhorn, 2005) Organizational behaviors are the way in which employees or teams conduct themselves with in the organization. The organization may set the tune with its mission, vision, and
There are a number of organizational behavior concepts that affect the success or failure of any organization; a few examples would be communication, motivation and decision making. Every organization has its’ own organizational culture which defines the organizational behaviors that it believes to be most important. An organization’s values, mission statement, goals and philosophy all make up the organizations culture. An example of an extremely successful company with a very strong organizational culture is Wal-Mart.
Organizational behaviour is field of study that investigates the impact that individuals, group, and structure have on behaviour within the organization. It is the study and application of knowledge about how people act within organizations. It covers three determinants of behaviours in organizations: individuals, groups, and structure.
The theories that organizational behavior are built on are psychology, social psychology, sociology and anthropology. According to Robbins and Judge (2009) , psychology seeks to explain changes in behavior in humans for example, impacts on learning, emotions, leadership, and decision making principles in an organization. Social psychology examines people’s
Organizational Behavior (OB) is the study and function of knowledge about how individuals and groups act in organizations. OB looks at what people do in organizations and how their actions
Organizational behaviors are the actions and attitudes of individuals and groups toward one another and toward the organization as a whole, and its effect on the organization’s functioning and performance. Organizational studies comprise the study of organizations form multiple perspectives, methods, and levels of analysis. Many factors come into play whenever people interact in organizations. Modern organizational studies have attempted to understand and model these factors.
Organizational behavior is an essential element in every organization. The organizations in the world are differ according to their culture which means that the values applied in each organization are differ across cultures.
Many factors come into play whenever people interact in organizations, modern organizational behavior studies attempt to understand and model these factors. Organizational behavior studies seek to control, predict, and explain individuals and groups in an organization. Organizational behavior can play a major role in organizational development, enhancing overall organizational performance and productivity, as well as also enhancing individual and group performance, satisfaction, and commitment. These factors are largely categorized into two, the Dependent Variables and the Independent Variables.
“Organizational Behaviour is field of study that investigates the impact that individuals, groups and structure have on behaviour within organization. It is the study and application of knowledge about how people act within organizations. It is a human tool for human benefit. It applies broadly to the behaviour of people in all types of organizations, such as business, government, schools and services organizations. It covers three determinants of behaviour in organizations: individuals, groups, and structure”